Regional Director: Guardian Life, Los Angeles, CA
February 16, 2020 by N/A
The Regional Director (RD) role is a non-producing sales leader role. The RD does not have any personal production goals. An effective Regional Director is charged with leading& developing a team of sales and service people in the pursuit of annual team goals involving Revenue, Sales, Persistency and Earnings. Additionally, the RD is responsible to establish broker/consultant assignments and determine geographic territory assignments for the sales and service team, with an objective of optimizing the territories’ potential. The RD will set the goals for each member of the sales team, provide performance management and assist with the creation of an annual development plan for each team member.
As the team leader, the RD sets high personal performance standards and leads by example. The RD will determine the priorities for the team consistent with Profit Center Strategy and allocate resources in order to maximize the productivity and profitability of the portion of the Region that they lead. Simultaneously, the RD is expected to develop and communicate the sales and service strategy for their portion of the Division, in collaboration with the Regional Service Manger (RSM). The RD is charged with making sure this strategy is executed and measured using metrics.
The RD position also requires the leveraging of a variety of Home Office business partnerships both in the region and corporate roles, to help Regional Home Office relationships and Home Office relationships to help meet the goals.
- Select, hire, counsel/coach, train, motivate, and develop new and current sales and service team members.
- Take a hands-on approach to teaching new sales and service team members our selling process. Assist them in working with our underwriters and in closing opportunities on new business and add-issue sales opportunities.
- Provide constant, ongoing, local market intelligence. This would include information on all aspects of local competitors, customer wants and needs and emerging trends. Anything a competitor is doing that impacts our ability to compete, needs to be brought to the RVP.
- Personally meet all top producers in their assigned geography and develop strong partnerships and business intimacy. It is expected that the RD will be out of the office a majority of their time being a presence in market and making sales calls with sale team members.
- Provide reports as required by RVPs on a weekly, monthly, quarterly or annual basis.
- Provide timely annual and mid-year performance reviews for all sales and service team members.
- Developing, executing, and monitoring a sales marketing plan consistent with the Profit Center Strategy and consistent with the needs of the local market.
- Communicating the sales plan across, up and down the organization to those who play a role in execution of the plan.
- Sound development of internal and external relationships resulting in excellent work outcomes.
- Represent Guardian in their assigned geography in a positive and professional manner.
- Personal production: None
- Strategic Deployment of sales team resources
- Coaching, motivating and development of sales team
- Active Presence in-market outside the office
Principal Working Relationships:
- Reports directly to the Divisional Vice President
- Pricing and Underwriting teams
- Rating & Quoting
- Regional Home Office Sales Support Team
- Home Office
- Regional Service Director and Regional Service Manager
- Human Resources
- All sales team members in their assigned geography
- Regional Service Manager, in conjunction with the Divisional Client Management leader, who oversees all service team members in their assigned geography
Desired Skills and Experience
- Four-year college graduate.
- A minimum of five years of group sales insurance experience and preferred demonstrated ability to create a strategic sales plan and to train and develop sales and service team members. Along with some level of experience leading sales teams, having experienced a direct line of reporting of sales personnel.
Based upon the responsibilities outlined and the broader business context of this job candidates should have the following core competencies:
Achievement Orientation: the capacity to be energized and excited by challenging goals. It is reflected in a true sense of competitiveness and drive for results. This is reflected in a strong desire to win in the most challenging of circumstances.
Disciplined Action: acting proactively, which includes going beyond what is required for the job. It includes a willingness to act decisively and boldly to drive the business forward and lead the way to improved processes and services.
Strategic: the ability to take annual sales goals and process them into a strategy of daily behaviors for all sales and service team members to accept as their goals. This can be demonstrated through an intimate knowledge of their market assignment and an ability to process the market into desired actions from the sales and service team members.
Team Alignment: the ability to provide a sense of cohesiveness, identity and purpose to a work group, which helps to inspire motivation among its members toward a common goal. At its highest level, it means demonstrating and understanding of group process and fostering a working climate of inclusion while leveraging individuals’ unique capabilities to enhance overall group effectiveness.
Organizational Influence: the ability to define and execute a strategic plan in a compelling manner to foster a consistent understanding across a wide group of individuals. It includes harnessing an understanding of one’s audience to win support for a proposed initiative, building broader acceptance and generating enthusiasm for and ownership of challenging objectives.
Balancing Interests: the ability to recognize, manage and resolve the issues that merge between groups with competing interests and needs. At its highest level, it is reflected in an understanding of the root causes of conflict between various constituencies within the organization and the ability to find ways to seek compromise and develop solutions that are in the best overall interest of the Profit Center
Holding People Accountable: the willingness to use one’s authority to ensure that others meet clearly stated expectations and work standards. This includes the ability to set well-defined goals and objectives, clarify roles and responsibilities, track progress and monitor results of critical milestones to ensure that top performance is achieved.
Performance Management and Talent Development: taking the initiative to have well thought through conversations about performance 2x per year. Foster new skills and competencies in others, encourage learning and advance others professional capabilities to raise the collective performance level of the office. Motivating others to grow and providing them with both tools and on-going coaching to enable them to move forward in their careers and contribute to the Guardian at the highest level.